| Entries |
| Document | Title | Date |
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| 20100153289 | SYSTEM AND METHOD FOR CREATING A DYNAMIC CUSTOMIZED EMPLOYMENT PROFILE AND SUBSEQUENT USE THEREOF - A system and method for dynamically generating a customized profile for a company for a selected profile type, the customized profile including a set of attribute types, each of the attribute types having a customized attribute range. The system comprises a receipt module for receiving a predefined profile having predefined attribute types corresponding to the set of attribute types. Each of the predefined attribute types has a predefined attribute range representing a range of attribute values for the selected profile type, and for receiving personal assessments of individuals related to the company. Each of the personal assessments has questions related to attributes. Each of the questions has a value assigned by the respective related individual. | 06-17-2010 |
| 20100185550 | Human resources networking system and method thereof - A human resource networking system, which is a novel method establishing a business system for locating, identifying, promoting and assisting in the employing of career project workers in the non-career workforce, includes a Relational Database comprising an Inductive Credit Matrix containing People Elements, Places Elements, Projects Elements, and Things Elements derived from People Information, Places Information, Project Elements, and Things Elements; a plurality of Credit Constructs each of which is formed by associating two or more of the People Elements, the Places Elements, the Projects Elements, and the Things Elements and stored in the Inductive Credit Matrix of the Relational Database; and a Display Device for outputting Credit Bytes generated by combining the Credit Constructs upon query. | 07-22-2010 |
| 20100211515 | WORKER AND DOCUMENT MANAGEMENT SYSTEM - The method, system and a computer program and a computer product for managing workers and documents is provided. The method includes storing industry representations and a list of workers with data related to the workers, linking the industry representations to the workers and selecting at least one worker from based on the industry representations for that worker. The method also includes scheduling workers to a job based on whether they have all of the required industry representations. In addition, the method includes uploading industry representations and bar code scanning industry representations into the database. The method further includes dispatching said industry representations to other users and automatically mapping fields of the dispatched data in the destination database. In addition, the method includes selectively encrypting only sensitive fields in data transmission between two entities. | 08-19-2010 |
| 20100250459 | CUSTODIAN MANAGEMENT SYSTEM - Embodiments of the invention relate to systems, methods, and computer program products for the management of custodians within an electronic discovery system. Embodiments of the invention herein disclosed provide for methods of creating, maintaining, and utilizing a unified custodian directory for the purposes of carrying out electronic discovery within an enterprise environment. By employing a unified custodian directory to manage custodians apart from the electronic discovery cases to which they relate, the custodian management system of the present invention promotes efficiencies in the field of electronic discovery. | 09-30-2010 |
| 20110040695 | SYSTEM AND METHOD FOR PRODUCTIZING HUMAN CAPITAL LABOR EMPLOYMENT POSITIONS/JOBS - A method includes configuring a human-capital-management (HCM) master taxonomy and a HCM language library. The HCM master taxonomy includes a plurality of levels that range from more general to more specific, each level of the plurality of levels comprising a plurality of nodes. The plurality of levels include a job-species level and a job-family level, the job-species level including a level of greatest specificity in the plurality of levels, the job-family level including a level of specificity immediately above the job-species level. In addition, the method includes transforming human-capital information via the HCM language library. Further, the method includes classifying the transformed human-capital information into a job-family node selected from the plurality of nodes at the job-family level. | 02-17-2011 |
| 20110137815 | AUTOMATED COMMISSION PROGRAM WITH STATIC TITLED ROOM ASSIGNMENT - A commission program can include a static titled room assignment to implement a go-forward bonus that is paid on an ongoing basis, regardless of advancement of distributors. An upline assignment summary can store upline assignment information in a compact footprint to increase performance. A sponsored distributor can be assigned to titled rooms of upline distributors at the time the sponsored distributor is sponsored. Sustainability of the program and ongoing compensation can be balanced to achieve superior motivation and compensation to participating distributors. | 06-09-2011 |
| 20110167011 | DYNAMIC EMPLOYEE SECURITY RISK SCORING - Embodiments of the invention relate to systems, methods, and computer program products that provide for an employee security risk score. The security risk score is presented as an extensible composite vector that supports an arbitrary number of risk categories. The risk categories can be aggregated at any level in the business hierarchy or according to any employee parameter. The simplistic, highly normalized approach to employee security risk scoring reduces redundancies and dependencies and provides for real-time updates, As such, the employee security risk scoring system provides for easily identifiable recognition of employees who pose security threats and for a means to track and monitor security risks posed by the employee based on their security risk score. | 07-07-2011 |
| 20110307401 | PEOPLE RELATIONSHIP MANAGEMENT SYSTEM - A People Relationship Management system for an organization having multiple assets each identified by organization meta-data, the system having a management repository for storing connected spheres in a multi-dimensional model. The management repository includes virtual items, business rules and contexts and the model includes both hierarchical and peer-to-peer connections among the spheres. Each sphere contains information in the form of sphere data about a selected asset or a group of selected assets in both hierarchical and peer-to-peer relationships between the spheres. At least one current asset information repository is connected to the management repository and contains dynamically updated meta-data about the assets, the management repository periodically pulling the updated meta-data from the asset information repository to update and render current the asset information of each sphere. | 12-15-2011 |
| 20120123955 | CALCULATION ENGINE FOR COMPENSATION PLANNING - A method for managing compensation of users. The method includes identifying a first formula that is associated with a first compensation metric, where the first formula includes reference to a second compensation metric; computing a value for the second compensation metric based on evaluating a second formula associated with the second compensation metric; and computing a value for the first compensation metric for one or more users of the computer system based on the first formula and the value of the second compensation metric. | 05-17-2012 |
| 20120290493 | Method and Apparatus for Electronic Collection, Translation, Grouping, and Delivery of Wage Assignment Information - This disclosure describes a system that electronically collects, translates, groups, and delivers wage assignment in-formation from at least one initiator to at least one recipient via an accumulator. An initiator initially receives the wage assignment information. Then, an accumulator collects the wage assignment information from at least one initiator, such as a government agency. The accumulator then translates the wage assignment information into a format compatible with electronic data interchange (EDI), such as the ANSI X12 standard. The accumulator then groups the EDI wage assignment information into specific files, batching the files based upon one data field contained within the wage assignment information data set, such as a recipient. The accumulator then delivers a batched EDI wage assignment file to each respective recipient. Once the EDI wage assignment file is received by the recipient, the wage assignment may then be implemented. | 11-15-2012 |
| 20120323811 | PERFORMANCE DRIVE COMPENSATION FOR ENTERPRISE-LEVEL HUMAN CAPITAL MANAGEMENT - In embodiments of the present invention improved capabilities are described for a human resource management platform that includes applications targeted to solve a variety of human resource, compensation, and performance management problems. Applications of the human resource management platform include business applications such as performance driven compensation that may provide a single solution for driving employee performance and organizational success by automation of goal setting, performance measurement, and employee rewards by directly linking performance results to rewards. | 12-20-2012 |
| 20120330855 | Military Occupations and Skills Management System - Systems and methods are provided for translating military occupations and MOS codes into civilian skills and civilian occupations. The military duties associated with a MOS code are mapped to equivalent or relevant civilian skills and civilian occupations. A user's selection of MOS codes, subspecialties, trainings, licenses or work experiences are mapped to one or more civilian skills, which in turn can be mapped to one or more civilian occupations and used to generate a set of matching civilian jobs. | 12-27-2012 |
| 20130006883 | PERFORMANCE DRIVE COMPENSATION FOR ENTERPRISE-LEVEL HUMAN CAPITAL MANAGEMENT - In embodiments of the present invention improved capabilities are described for a human resource management platform that includes applications targeted to solve a variety of human resource, compensation, and performance management problems. Applications of the human resource management platform include business applications such as performance driven compensation that may provide a single solution for driving employee performance and organizational success by automation of goal setting, performance measurement, and employee rewards by directly linking performance results to rewards. | 01-03-2013 |
| 20130031014 | MANAGING CONSISTENT INTERFACES FOR EMPLOYEE DATA REPLICATION BUSINESS OBJECTS ACROSS HETEROGENEOUS SYSTEMS - A business object model, which reflects data that is used during a given business transaction, is utilized to generate interfaces. This business object model facilitates commercial transactions by providing consistent interfaces that are suitable for use across industries, across businesses, and across different departments within a business during a business transaction. In some operations, software creates, updates, or otherwise processes information related to an employee master data replication request and/or an organisational centre replication request business object. | 01-31-2013 |
| 20130110733 | Role-Aligned Competency And Learning Management System | 05-02-2013 |
| 20130117191 | METHODS AND SYSTEMS FOR CONSTRUCTING PERSONAL PROFILES FROM CONTACT DATA - A system and method for building a profile record for a person from business contacts stored in a database. Contacts having similar name signatures are collected together, then pairs of such contacts are compared using defined criteria. | 05-09-2013 |
| 20130198097 | COMPENSATION PLAN SYSTEM WITH CROSS REFERENCING - One embodiment is directed to a computer program embodied on a computer readable medium. The computer program is configured to control a processor to execute instructions. The instructions include identifying, in a compensation system comprising a plurality of compensation plans, employee data that needs to be imported from at least one other compensation plan into a referring compensation plan. Each of the compensation plans comprises a plurality of columns. The instructions may further include selecting at least one column of the referring compensation plan that will receive the imported employee data from the at least one other compensation plan, and configuring details of the referring compensation plan using at least one property of the selected at least one column. | 08-01-2013 |
| 20130198098 | SYSTEM AND METHOD FOR CREATING A DYNAMIC CUSTOMIZED EMPLOYMENT PROFILE AND SUBSEQUENT USE THEREOF - A system and method for dynamically generating a customized profile for a company for a selected profile type, the customized profile including a set of attribute types, each of the attribute types having a customized attribute range. The system comprises a receipt module for receiving a predefined profile having predefined attribute types corresponding to the set of attribute types. Each of the predefined attribute types has a predefined attribute range representing a range of attribute values for the selected profile type, and for receiving personal assessments of individuals related to the company. Each of the personal assessments has questions related to attributes. Each of the questions has a value assigned by the respective related individual. | 08-01-2013 |
| 20130212031 | MODELING CAREER PATH BASED ON SUCCESSFUL INDIVIDUALS IN AN ORGANIZATION - A system and method for providing career-related information. An example method includes acquiring user information, wherein the user information includes an indication of a target career position or opportunity; obtaining aggregated information pertaining to workers who have attained the target career position; and employing the user information and the aggregated information to provide career-related information pertaining to one or more career paths. In the example method, a user questionnaire is employed to facilitate acquiring the user information. The step of obtaining aggregated information includes collecting anonymous information from profiles of the workers. The profile information may be retrieved from a Human Capital Management (HCM), performance management system, social network system, or other Enterprise Resource Planning (ERP) system component of an organization. | 08-15-2013 |
| 20130218793 | Architecture, System, and Method for Immigration Compliance Auditing - A computer based system for immigration compliance auditing includes executable program instruction sets configured for: processing and analyzing immigration compliance verification documentation for a set of employees associated with an employer, where such documentation includes Form I-9s and related information; identifying statutory and technical/procedural Form I-9 compliance violations; mapping identified Form I-9 statutory compliance violations and technical/procedural compliance violations to categorical types of statutory compliance violations and technical/procedural compliance violations, respectively; automatically generating an immigration compliance violation liability estimate for the employer in a manner correlated with occurrences of categorical types of statutory compliance violations and occurrences technical/procedural compliance violations; generating an immigration compliance audit report; and possibly managing immigration compliance violation remediation procedures. | 08-22-2013 |
| 20130290204 | ENDOWMENT COMPENSATION APPLICATION AND METHOD OF USE - An application for endowment compensation where commissions are determined and calculated based upon the type of harvest account such as a seed account, direct sales account, and indirect sales account; a commission percentage; and a cap or limit that are set as parameters by a company. | 10-31-2013 |
| 20130339261 | COMPUTER PRODUCT, INFORMATION PROVIDING METHOD, AND INFORMATION PROVIDING APPARATUS - A computer-readable recording medium stores a program causing a computer to execute a process that includes acquiring user information indicating a business unit to which a user belongs in a hierarchical organizational structure of business units; identifying information concerning a first service available to a member of the business unit to which the user belongs, by referring to storage contents of a storage unit correlating and storing information concerning a service available to a member of the business unit and information concerning the business units in neighboring tiers adjacent to a tier of the business unit; identifying information concerning a second service available to a member of a second business unit in a first neighboring tier adjacent to the tier of the business unit, by referring to the storage contents of the storage unit; and correlating and outputting the identified information concerning the first service and the second service. | 12-19-2013 |
| 20130346331 | METHODS AND SYSTEMS FOR ASYMMETRIC EXCHANGE OF CONTENT - The invention discloses systems and methods for managing contact information with simple alphanumeric codes. The alphanumeric code can be used to distribute a library of relevant content, e.g., contact information, and to easily update the information when the content changes. The alphanumeric code can be controlled by an individual, or the alphanumeric code may be controlled by an entity, such as a business. In an embodiment, an entity can use the alphanumeric codes to assure that it maintains communication with contacts developed by its employees. | 12-26-2013 |
| 20140040153 | System and Method for Providing a Configurable Web Portal Builder Interfacing with a Customer Relationship Management System - A system and method for a web portal builder that is user-configurable, enables improved customization of a web portal, and provides a highly collaborative environment to various interested entities is described. The web portal builder may generate interfaces such as web portals that expose functionality and data of the backend Consumer Relationship Management (“CRM”) system as well as extend CRM functions and data capabilities. The web portal builder may build interfaces for use by entities such as governments, agencies of governments, businesses and others who deal with consumers. The entities may use the interfaces to view and manage consumers, leveraging information stored by or in association with the CRM system. For example, a government social services case manager may use the interfaces to manage information related to consumers (in this case, individuals applying for or receiving various social benefits). | 02-06-2014 |
| 20140101065 | Systems and Methods for Providing Business Conduct Training - Systems and methods for providing and tracking periodic business-conduct testing and education. The method can include, upon logging into a system, displaying a question related to business conduct and requiring a user to answer the question prior to accessing applications or other content through the system. The question can be derived from the employer's business conduct code or from other applicable law or generally accepted business conduct practices. Questions can be tailored to particular classes of users, external events, or other factors, and can be presented to a user on a regular or tailored schedule. The method can include tracking question and answer data including overall question effectiveness and user-specific statistics. In some implementations, the system can indicate the correct answer to a question after receiving a response. In another implementation, the system can receive feedback such as ratings or comments from a user after responding to the question. | 04-10-2014 |
| 20140136436 | Systems and Methods for Managing Organizational Information - Novel and useful systems and methods for identifying, organizing and displaying organizational information are provided for multiple users to define organizational relationships associated with an organization. The organizational relationships are included in a set of organizational relationships and stored as organizational data in a computer-readable medium for future access. The organizational data is used for a variety of purposes, such as generating visual depictions of the organizational relationships. | 05-15-2014 |
| 20140143168 | Method and Apparatus for Work File and Profile Pool - The present system provides a method and apparatus for automatically creating a profile for an individual based on an individual's biographical information, work history, awards and recognition, training, and certifications. The system captures the most recent update of an individual's biographical information when applying for a job or providing up to date information to an employer; records work history including job title and dates when an individual is hired, transferred, or promoted, or changes employment between companies; tracks the list of recognition and awards received by an individual; tracks the list of courses taken and successfully passed; captures any certifications earned; allows an individual to share some or all of the information to a prospective employers; allows an employer to search the collection of profiles; and enables auto-fill of information in an application form for a potential job opportunity. | 05-22-2014 |
| 20140172731 | FLOOR PLAN CREATION AND WORKER ASSIGNMENT - A device is configured to receive a user request that identifies a floor plan, and to provide the floor plan on a first portion of a user interface. The device is configured to receive, from another device, information that identifies workspaces associated with the floor plan, and to provide, on a second portion of the user interface, one or more workspace objects associated with the workspaces. The device is configured to receive a user selection of a particular workspace object and a portion of the floor plan, and to provide, on the first portion of the user interface associated with the selected portion of the floor plan, a representation of the particular workspace object. | 06-19-2014 |
| 20140207697 | Enterprise Family Tree - An enterprise-based tree structure system is provided that includes a plurality of servers for receiving and processing a request for retrieval of enterprise-based information of an employee. The enterprise-based information includes information detailing the employee's contacts and affiliation within an enterprise. The enterprise-based information is stored in one or more of the servers. A framework aids the servers to process and retrieve the enterprise-based information stored in the one or more servers needed to service the request. The framework processes the enterprise-based information allowing a user the ability to understand and identify the employee's contact and affiliation with the enterprise. | 07-24-2014 |
| 20140236849 | Employee Management - Among other things, at least part of an organizational chart of an enterprise is displayed to a manager, the displayed organizational chart including employee positions and their relationships, and elements are displayed on the displayed organizational chart that can be invoked by the manager to perform actions with respect to the employee positions. | 08-21-2014 |
| 20140279627 | METHODS AND SYSTEMS FOR DETERMINING SKILLS OF AN EMPLOYEE - A method, system, and computer program product for determining skills of an employee is disclosed. The method includes determining a first likelihood of at least one keyword from a plurality of keywords being relevant to a topic. The plurality of keywords is extractable from one or more publications associated with the employee, the one or more publications being accessible from a plurality of sources. The method further includes determining a second likelihood of the employee being associated with the topic for at least one source from the plurality of sources. A first set of keywords from the plurality of keywords is assigned to the employee based on the first likelihood and the second likelihood. The first set of keywords is indicative of the skills of the employee. | 09-18-2014 |
| 20140279628 | SYSTEMS AND METHODS OF MANAGING EMPLOYEE TEAMS - A mobile computing device and method of displaying an organizational structure on the mobile computing device is disclosed. In one example, the method comprises displaying, on an interface of the mobile computing device, representations of employees in a first level of an organizational structure, displaying on the interface representations of employees in a second level of the organizational structure below the representations of employees associated with the first level of organizational structure, wherein the representations of employees associated with the second level of the organizational structure are displayed proportionally smaller than the to representations of employees in the first level of the organizational structure. | 09-18-2014 |
| 20140279629 | SYSTEM AND METHOD FOR GENERATING AN ORGANIZATION PROFILE BASED ON SKILL INFORMATION - Disclosed are systems, apparatus, and methods for generating an organization profile. Skill information associated with a plurality of employees may be received. The skill information may include data values that identify skills associated with each of the plurality of employees. The skill information may further identify a skill level associated with each identified skill. Employee profile information may be retrieved from an organization database. The received skill information may be combined with the retrieved employee profile information. An organization profile may be generated based on the combined information. At least some of the skill information may be rendered and displayed as one or more user interface components of an organization user interface associated with the organization profile. Aggregate statistics may be generated based on the combined skill information and employee profile information, and a plurality of user interface components may be generated based on the aggregate statistics. | 09-18-2014 |
| 20140317008 | METHOD AND SYSTEM FOR PROVIDING AND CONTROLLING ACCESS TO CANDIDATE INFORMATION IN COLLECTIONS OF PARTNER COMPANIES - A non-transitory computer readable medium and a method for providing employee information in response to queries by requesting companies in accord with searching rights granted by the employer includes receiving a query comprising at least readable non-transitory memory residing within at least one network-connected server. A role-based security profile relative to the partner company's employee database allows the matching of one requested attribute at the network-connected server, from the requesting company. The server retrieves a role-based security profile associated with the requesting company to determine a subset of a partner company database comprising partner company employee data selected for access in accord with the security profile. Within the subset of the partner company database matching candidate employee data is identified as having at least one employee attribute to match the requested attribute. The candidate employee data is transmitted to the requesting company. | 10-23-2014 |
| 20140344174 | SYSTEM AND METHOD FOR DETECTING QUITTING INTENTION BASED ON ELECTRONIC-COMMUNICATION DYNAMICS - A quitting-intention estimating system facilitates detecting an entity's intention to quit an organization. During operation, the system obtains recent electronic-communication information associated with the entity under investigation, such as an employee of a corporation, or a volunteer of a non-profit organization. The system can determine the entity's quitting intention by determining a plurality of recent communication features from the electronic-communication information, for example, by using a variety of feature-extracting modules that extract the features from the entity's electronic communications. The system then computes a quitting-intention value for the entity under investigation, using a quitting-intention estimating function that takes the recent communication features as input. The quitting-intention estimating function detects a change in the entity's behavior from previous communication features, and generates a quitting-intention value which indicates a likelihood that the change in the entity's behavior corresponds to an intention to quit the organization. | 11-20-2014 |
| 20140351155 | AUTOMATED EMPLOYEE SATISFACTION PREDICTOR - Employee satisfaction and the possibility of an employee job change are predicted. Data can be collected related to employee internet usage, employee mobile device telecom usage, employee human resource data, or employee demographic data. By analyzing this collection data, employees that are satisfied or dissatisfied can be identified. In addition, it can also be determined how likely an employee is to make a job change. | 11-27-2014 |
| 20140358807 | MULTI-DIMENSION ANALYZER FOR ORGANIZATIONAL PERSONNEL - An organizational chart view can include a plurality of icons each representing a person in an organization that are arranged to reflect a hierarchical organizational structure of the organization. A received first user input can include designation of two or more of the plurality of icons as part of a selected population, and a received second user input can include a selection of an analytical view to be applied to the selected population. The organizational chart view can be morphed to the selected analytical view, for example by generating animation effects to translate the plurality of icons in the selected population to form the selected analytical view. | 12-04-2014 |
| 20140358808 | FACILITATING INTERNAL MOBILITY WITHIN AN ORGANIZATION - Systems and methods for facilitating internal mobility within an organization are described. In some example embodiments, the systems and methods may cause a display of a graphical user interface associated with a first entity of an organization, such as a single employee, a team of employees, and/or a job listing service of the organization, where the graphical user interface includes information associated with the first entity of the organization, and cause a display of a display element within the graphical user interface that is associated with a second, different, entity of the organization and that includes information associated with the second entity of the organization. | 12-04-2014 |
| 20140365389 | Interactive Organization Visualization Tools For Use in Analyzing Multivariate Human-Resource Data of Organizations - Visualization tools, and systems and software underlying such tools, for allowing user to visualize organizations of people. Members of an organization are represented by unabstracted nodes. In some embodiments, visualization diagrams are efficiently created by abstracting the unabstracted nodes in a manner that reduces the number of nodes needing to be rendered, while retaining the visual character of a similar diagram composed of the original, unabstracted nodes. In these embodiments, regions of abstraction diagrams can be selectively de-abstracted in response to a user's selection within the abstraction diagram. In response to such a selection, in some instances only a particular hierarchical reporting chain within the organization, or a portion thereof, is de-abstracted to allow the user to view unabstracted nodes within that chain. Also disclosed are other visualization tools, such as attribute-overlay tools, time-scrubbing tools, and geographic distribution tools, among others. | 12-11-2014 |
| 20140372331 | METHODS AND APPARATUS HAVING APPLICABILITY TO SUCCESSION PLANNING - Techniques having applicability to succession planning may include providing an option, in a computer-implemented professional networking platform, for a first member of a professional community to designate a second member of the professional community as deserving of promotion. In response to the designation, a nomination may be received from the first member, via the computer-implemented professional networking platform, of a third member of the professional community as a potential successor for the second member. Further techniques may include receiving, from an employee, information about the employee's professional characteristics, and presenting the information to human resources (HR) personnel. One or more automated similarity algorithms may be applied to identify, based on the information about the employee's professional characteristics, information likely to be of interest to the employee, which may be provided to the employee in return for the information about the employee's professional characteristics. | 12-18-2014 |
| 20150032654 | ONLINE INTERVIEWING TECHNIQUES FOR JOB APPLICANTS - A method for evaluating an applicant for a job includes transmitting applicant presentation information from a server to a computer associated with an applicant and receiving applicant response information at the server from the computer associated with the applicant. The applicant presentation information includes at least one question and a record icon. The applicant response information includes audio information recorded in response to an interaction with the record icon. The audio information is stored in the server. The method further includes transmitting administrator presentation information from the server to a computer associated with an administrator. The administrator presentation information includes information identifying the applicant, the at least one question, a play icon associated with the at least one question, and the audio information. | 01-29-2015 |
| 20150081577 | PROFILE MANAGEMENT VIA MULTI-DIMENSIONAL RELATIONSHIP - A method, a device, and a non-transitory storage medium having instructions stored thereon provide for the provisioning and management of user profiles of any given system by indicating the identity of the user as a set of properties and properties values rather than indicating the identity of the user by the functions that the user can and cannot do. The method, the device, and the non-transitory storage medium include attribute data that define permissions and non-permissions. A user profile is created based on a configurable mapping of the properties, properties values, and the attribute data. The method, the device, and the non-transitory storage medium allows an end user to create a user profile by selecting properties and properties values, and attributes are automatically linked to such selected properties and properties values. | 03-19-2015 |
| 20150088773 | METHOD AND SYSTEM FOR IN-MEMORY POLICY ANALYTICS - A method, system, and computer-program product for in-memory policy analytics are disclosed. The method includes creating a policy model and determining an effect of a change to one of a value of one of one or more parameters. The policy model is configured to represent one or more policy scenarios by virtue of comprising one or more parameters, and each of the one or more scenarios is defined, at least in part, by each of the one or more parameters comprising a value or a plurality of values. Further, the effect is on at least one of the one or more scenarios. | 03-26-2015 |
| 20150095250 | SUPPORTING INFORMATION TRANSFER DURING ORGANIZATIONAL CHANGES - A method of modeling a user includes performing a role-based classification of tangible interactions involving the user performed via a computer system of an organization, creating a collection of role-specific interactions, creating, from the collection of role-specific interactions, a plurality of role-specific models of the user, wherein the plurality of role-specific models constitute a user model of the user, outputting one or more of the role-specific models to a different user model associated with a different user, and consolidating the output one or more of the role-specific models with a second plurality of role-specific models of the different user model within the different user model. | 04-02-2015 |
| 20150106286 | Performance, Productivity And Efficiency Planning For Employee Relocation Program Effectiveness - A method of employee relocation program planning designed to maximize program effectiveness through the assessment of benefit performance, benefit efficiency, and employee productivity to internal and external groups, and the defining of principles and methodologies. Employee surveys capture satisfaction responses for counseling, services, and benefit effectiveness, and employee perception of benefit importance and program expectations. Survey results are calculated to produce performance, productivity and efficiency scores; whereto program-balancing principles and methodologies are applied to increase program effectiveness. Computerized applications collect, store and calculate data, and includes tools programmed to dynamically model performance balancing scenarios for achieving desired outcomes. Additional functionality applies productivity outputs against comparable variables for analyses of alternate company programs, including talent mobility planning, return on investment and cost management. | 04-16-2015 |
| 20150120590 | METHOD AND SYSTEM FOR GENERATING HUMAN RESOURCES VALUE RECOMMENDATIONS - Systems and methods are provided for human resources value recommendations. A system identifies a department of multiple departments in an enterprise for adding value. The system identifies a change in human resources in the department that meets a value threshold based on an estimated benefit and an estimated cost associated with the change in human resources. The system outputs, via a user interface, a recommendation for the change in human resources. | 04-30-2015 |
| 20150120591 | UNIFIED CONTROL OF EMPLOYEE ACCESS TO EMPLOYER COMMUNICATIONS SYSTEMS DURING PERIODS OF EMPLOYEE FURLOUGH - Unified control of employee access to employer communications systems during periods of employee furlough is disclosed. In one embodiment, a server includes a user interface to receive employee furlough information from a user. This information comprises at least one employee indicia identifying at least one furlough employee and period of furlough. The server includes a communications interface to communicate with a plurality of employer communications systems. The server includes a control system to receive the employee furlough information and determine restricted employer communications systems for the at least one furlough employee. These restricted employer communications systems are determined from among the plurality of employer communications systems based on the received employee furlough information. The control system instructs the restricted employer communications systems to restrict communications access of the at least one furlough employee to the restricted employer communications systems during the period of furlough. | 04-30-2015 |
| 20150127566 | INTERACTIVE GROUP PERSONNEL INFORMATION RETRIEVAL AND COMMUNICATION - Methods for managing an interactive personnel directory are disclosed. Example of a method includes providing a database of personnel records that includes contact information, the database being resident on a non-transitory storage medium of a host computer or a mobile device; processing an authority code that defines user-specific privileges, wherein the authority code is configured to provide personnel record of a selected contact to the user upon request and within the defined user-specific privileges; and providing a user-interface configured to allow the user to contact the selected contact via the host computer or mobile device by selecting the contact information on the personnel record of the selected contact. | 05-07-2015 |
| 20150294270 | SYSTEM FOR MONITORING AND REVIEWING APPLICATION ACCESS - The present invention is directed to an apparatus, a method, and a computer program product for reviewing employee access within an application. A software-based tool enables a user to determine if an employee's current level of access to application functions matches an expected level of access to application functions. Modifications to the employee's level of access are recommended if it is determined that the current and expected levels of access do not match. | 10-15-2015 |
| 20160012395 | Human Capital Rating, Ranking and Assessment System and Method | 01-14-2016 |
| 20160012396 | Coordinating communication on personnel issues | 01-14-2016 |
| 20160098682 | AUTOMATED DECISION MAKING - The present disclosure involves systems, software, and computer implemented methods for decision making One example method includes receiving a request for a decision at a decision manager system, the received request associated with a unique identifier, classifying the request based on metadata associated with the received request, identifying a decision approval rule set based on the classified request, the decision approval rule set identifying a set of approvers, identifying at least one prior approval associated with the unique identifier, the at least one prior approval associated with the at least one approver, and applying the at least one prior approval to the decision associated with the received request and updating the set of approvers by removing the at least one approver from the set of approvers. | 04-07-2016 |
| 20160104116 | CREATING AND DELIVERING AN EMPLOYEE HANDBOOK IN THE FORM OF AN INTERACTIVE WRAPPED PACKAGE OF CARDS - Creating and delivering an employee handbook, to employees of an organization, in the form of an interactive wrap package of cards. When the wrapped package is created, the cards are authored to include (a) one or more linear sequences, including a wide variety of employee-related multimedia content, such as organizational policies and/or procedures, (b) a palette of application functionality embedded, in one or more of the cards, providing two-way interaction between the employer and employee, and/or (c) at least one acknowledgement card requiring that the employee provide an electronic acknowledgement that certain policies and/or procedures have been reviewed and accepted. | 04-14-2016 |
| 20160132830 | MULTI-LEVEL SCORE BASED TITLE ENGINE - In response to a data input of a title text string that indicates a title of a person for a job within an organization, title scores are generated for predefined titles in proportion to strength of match to the title text string. A predefined title having the highest title score is selected as a matching title for the title text string input. A person score is generated from the title score of the matching title as a function of other title scores of the predefined titles matched to the person. An organization score is generated as a function of the person score and an occurrence frequency of the matching title associated with the organization. Classification of the matching title within a classification database is updated as a function of one or more of the organization score, the title score and the person score. | 05-12-2016 |
| 20160155092 | INTERACTIVE INTERFACE FOR VIEWING QUALIFICATIONS OF PEOPLE MAINTAINED IN AN ENTERPRISE RESOURCE PLANNING (ERP) SYSTEM | 06-02-2016 |
